Pay, Data & Workforce Lead
Pay, Data & Workforce Lead
Our vision is for safe and effective nursing and midwifery practice across the four countries of the UK – regulated and supported by the NMC – a fit for the future organisation, with fairness and equity at the heart of everything we do.
Our role is to protect the public and maintain confidence in the nursing and midwifery professions. As the largest independent regulator in Europe of more than 860,000 nursing and midwifery professionals, we have a crucial role in making this a reality.
We do this by setting and promoting high education and professional standards for all future and registered nurses and midwives in the UK and nursing associates in England.
We also ensure every nurse, midwife and nursing associate on our Register meets clear standards of conduct and practice which protects the public and the reputation of our professions.
We have a duty to investigate concerns and to take steps to protect the public in the relatively rare instances where we need to limit or restrict a nurse, midwife or nursing associate’s right to practise.
We are building a new NMC with integrity, fairness, respect, equity and effectiveness at its core.
We are determined to improve and modernise our culture and ways of working. This will ensure that the public and professionals feel confident in our work.
About the team
The People and Culture team plays a critical role in supporting the NMC’s mission by ensuring we attract, retain and develop talented colleagues. We partner with leaders across the organisation to deliver a people strategy that enables high performance, inclusion and continuous improvement.
As part of this team, the Pay and Data function provides expert insight on pay, benefits, workforce planning data and reward governance. Working closely with HR Business Partners, senior leaders and organisational committees, the team ensures our reward approach is fair, transparent, financially sustainable and aligned with organisational priorities.
The Pay, Data and Workforce Lead will also lead a small specialist team, developing capability in reward and workforce analytics while ensuring high standards of data quality and insight across People and Culture.
Your role and impact
This is a pivotal role in shaping and embedding the NMC’s approach to reward. You will lead the development and implementation of key reward initiatives, including grading and pay structures, pay progression and benefits, ensuring they are fair, competitive and evidence based.
Working closely with the Heads of People and Culture and HR Business Partners, you will provide expert reward advice to senior leaders and support the delivery of reward elements within the People Plan. This includes designing and managing consultation processes, supporting directorates through organisational change, presenting options to UNISON and Senior Leaders and ensuring reward considerations are fully integrated into wider people initiatives.
The organisation is also navigating a challenging financial context, and this role will play a key part in implementing any potential voluntary and compulsory redundancy programmes where required.
Alongside reward leadership, you will provide strategic oversight of people data and workforce analytics. You will develop dashboards and insights that inform strategic workforce decisions, support regulatory reporting requirements such as Gender Pay Gap reporting, and ensure robust governance of people data. You will be the lead on these areas, being able to confidently report on all aspects of the job role.
Through your work, you will help ensure the NMC’s reward practices are equitable, transparent and sustainable while providing leaders with the insights they need to make informed workforce decisions.
What you will bring
You will bring strong expertise in reward strategy and operations, with experience of grading frameworks, pay progression, pensions and benefits within a complex organisation. You will be confident advising senior stakeholders and translating complex reward concepts into practical solutions.
You will also have strong analytical capability, using workforce data to generate meaningful insight and support evidence-based decision making.
We are particularly interested in candidates who can demonstrate:
- Experience shaping or implementing reward strategies in partnership with senior leaders
- Proven experience delivering reward or organisational change projects from design through to consultation and implementation
- Strong understanding of UK employment legislation, HMRC rules and reward governance
- Excellent analytical skills and experience developing workforce dashboards, reports and metrics
- Strong written communication skills, with the ability to produce clear and influential papers for senior leadership and governance forums
- The ability to build trusted relationships, influence stakeholders and act as an internal expert on reward matters
- Experience leading or developing teams and building capability within HR functions
You will also demonstrate a collaborative and inclusive approach, building strong relationships across teams and bringing people together to deliver shared outcomes.
Please note we work hybrid with a minimum of two days in the office.
Benefits
- 30 days annual leave
- Enhanced Pension Contributions via our attractive Pension Scheme – with a basic 8% employer contribution as standard which increases up to 14% with optional added Employee Contributions
- Life Insurance – 4 x current salary
- Hybrid working
- Enhanced Maternity and Paternity Leave
- 24 Hours Employee Assistance Programme
- Cycle to Work Scheme
- Perkbox membership
- Subsidised restaurant in our Portland Place office
- Season ticket loans
Additional Information
The role you are applying for is a flexible role, and whilst you will be posted initially to a team, this may require movement between teams as the flow of work dictates. You will of course understand that this flexible approach enables us to provide the best possible service to our registrants and reach the outcomes to our cases quickly and within a reasonable timeframe. This will not change your terms and conditions and will be discussed with you prior to you taking up the post.
We are currently working to a policy of office attendance for two days per week with the rest of the time working from home. Before submitting your application, please ensure you are able to commit to working in one of our office locations twice per week. If you are applying for a part-time role, please pro-rata office attendance based on the number of days you would be working.
Our Pay Policy
It is expected that staff new to the NMC will ordinarily be appointed to the bottom of the relevant pay band. However in exceptional circumstances, it may be possible to offer a salary above the bottom of the relevant pay band but we may request proof of current earnings. Please note that we offer an annual review of salaries and adopt a generous progressive pay approach. Further details of which are available on request.
For our internal colleagues, you will be paid in accordance to our internal pay policy.
Reasonable adjustments
We will provide reasonable adjustments to support disabled candidates throughout the recruitment process. Please let us know if you need any additional support to enable you to make an application with us.
Screening and vetting
All of our roles are subject to pre-employment checks. We are in the process of introducing a vetting policy, and it is possible that this role may become subject to DBS and further vetting checks in future.
About The Nursing and Midwifery Council
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Our Hiring Process
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